Discussion 1,2,3 and 4

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Running Head: ORGANIZATIONAL CULTURE

ORGANIZATIONAL CULTURE 2

ORGANIZATIONAL CULTURE

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Every organization has a culture that defines it. The culture of an organization can be described as common or shared values and practices among members of an organization that distinguishes them from other organizations. The culture of an organization dictates how the organization relates to the society and brings together expectations and values held by members. Also, it determines the type of experiences an individual goes through in any organization (Baack, 2012).

The dynamics of a dominant culture and subculture environment are quite different in the workplace. An organization’s dominant culture portrays a common value in the workplace. It coordinates the day to day activities of an organization. An example of a dominant culture in the workplace is a company with stipulated rules and regulations that govern the moral conduct of the personnel. A subculture of an organization refers to a group of individuals with common experiences and problems. An example would be members of the information technology department in a communication company who have common needs that are different from other departments. They also perform different functions from those of other members of staff. They represent their subculture of professionals. For the management to meet the needs of the subcultures for them to perform their duties appropriately, they should recognize their mode of communication, their workplace jargon and also language. This makes it easier to accommodate them fully in the organization (Baack, 2012).

The culture of an organization has an impact on an organization distinction, and also its social system. A culture gives an organization uniqueness that distinguishes it from other organizations (Baack, 2012). This impact is important as it makes it easier to attract clients and other institutions such as the government and insurance companies. Culture creates a social system that holds an organization together in terms of personnel relationships and also relationships with the clients. This impact is important as it makes it easier for new employees to adapt easily to the organization. It also makes it easier to control any conflicts (Alvesson, 2012).

An example of a situation that I demonstrated awareness to understanding cultural difference was by analyzing the differences in the departments in my workplace. Each department had its jargon, drama, inside jokes and also unique methods of communication. These differences if understood, makes it easier for the management to communicate, make decisions and introduce changes to the organization when involving the personnel. They also make it easier for the management to control any conflicts or dramas since they are well acquainted with the employees.

Embracing diversity in an organization entails the dedication to the competitive cultural practices to prevent any form of discrimination, and also appreciating differences to ensure the success of an organization (Baack, 2012). The guidelines for embracing diversity include unbiased recruitment of employees in terms of race, gender or special needs, ensuring equality in the staffing process, unbiased provision of remuneration, provision of equal promotional opportunities and also providing equal employee benefits regardless of the differences.

References

Alvesson, M. (2012). Understanding Organizational Culture. SAGE.

Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc